July 2011 issue of HR News magazine - IPMA

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States throughout the country have battled over labor issues throughout the years, but recently, those battles seem to have gotten a bit more heated. As Amanda Cuda writes in her article “Unions and Collective Bargaining: A Prickly Situation for Many Organizations” (page 10), “In most cases, the greatest animosity has been expressed by unions, who see right-to-work as an attack on organized labor.” Last month in Maine, for example, when a public hearing on a right-to-work bill took place, hundreds of union workers from the public and private sectors turned up to protest. That and other similar issues regarding labor-management cooperation and negotiating with unions are discussed throughout this month’s focus. “What the future holds is anyone’s guess,” writes Arthur L. Finkle, in his article, “Public Unionism: 2010 Aftermath” (page 7), in which he gives a brief history about public sector unionism. In addition to the focus, don’t miss this month’s Managing People in Tough Times column, “Is Performance Management Broken?” by William Wilder and Howard Risher, Ph.D. (page 20). In their article, Wilder and Risher call to mind Elaine Pulakos’ and Ryan Advertiser Index Company Page CPS Human Resource Services......................................................................24 Fox Lawson & Associates................................................................................19 GSA ....................................................................................................................2 I/O Solutions....................................................................................................13 IPMA-HR International Training Conference & Expo ........................................4 IPMA-HR Professional Development ..............................................................C2 IPMA-HR Test Products & Services....................................................32, C3, C4 Liebert Cassidy Whitmore................................................................................15 NEOGOV ....................................................................................................16, 17 WWW.IPMA-HR.ORG FROM THE EDITOR O’Leary’s article, “Why is Performance Management Broken?” which was published in Vol. 4, Issue 2 (June 2011) of the journal, Industrial and Organizational Psychology. Write Pulakos and O’Leary, “We propose that a significant part of the problem is that performance management has been reduced to prescribed steps within formal administrative systems that are disconnected from the day-to-day activities that determine performance management effectiveness (e.g., communicating clear work expectations, setting short-term objectives and deadlines, and providing continual guidance). We argue that interventions to improve performance management should cease their exclusive focus on reinventing formal system features.” Risher and Wilder feel the same way Pulakos and O’Leary do. “We come at this from a very different background but have reached the same conclusion,” they write. That is, as O’Leary and Pulakos put it: “that fundamental change is needed in how performance management is implemented and viewed, from an administrative exercise to the most important tool managers have to help them accomplish work through others.” Also this month, read IPMA-HR Senior Director of Government Affairs and Communications Tina Ott Chiappetta’s Labor Relations column (page 18), in which she discusses a case dealing with age bias, another dealing with the Family and Medical Leave, a case dealing with the Uniformed Services Employment and Reemployment Rights Act and more. And, be sure to read this month’s Washington Update, which this month discusses such issues as pension reform, break time for nursing mothers and mandatory Social Security, to name a few. You’ll read about this and more in this month’s issue of HR News magazine. We hope you enjoy it! Elizabeth Kirkland JULY 2011 | 1 |
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July 2011 issue of HR News magazine - IPMA

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